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北京市某民营医院的人力资源流动现状分析 预览 被引量:7

Analysis on the current situation of human resource flow in a private hospital in Beijing
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摘要 目的通过分析北京市某民营医院的人力资源流动现状,对相关影响因素进行实证研究,分析民营医院人才流失的主要原因。方法以北京市一家发展较成熟的专科民营医院5年来的人员离职数据作为调查对象,对其基本情况、薪酬、离职率和离职原因进行数据统计分析。结果①低龄低薪、资历浅的医疗人才流动明显,年龄〈26岁占42.01%。工作5年以下占85.25%,年薪≤3万元占62.9%,大专及以下学历占67.08%,初级职称占69.72%:②护士团队最不稳定,离职人员中护士占46.93%;③发展和晋升机会不足、对薪酬体系不满、工作负荷过重是导致民营医院人力资源流失的三大诱因,分别占19.90%、19.16%、18.43%。结论民营医院亟需通过自身建设和配套医改政策细则去改变社会固有观念,留住核心医疗人才。 Objective To analyze the current situation of human resource flow in a private hospital in Beijing, and to analyze the relevant factors and the main reasons for the loss of human resource in private hospitals. Methods In a ma- ture specialist private hospital, the 5 years data of basic situation, salary, turnover rate and reasons were analyzed. Results (1)Medical talents who were young, low wage and junior were flowing obviously. The staff who was under 26 years of age and worked less than 5 years accounted for 42.01% and 85.25%. The ratio of annual salary less than 30 000 yuan, below college degree and junior titles was 62.9%, 67.08% and 69.72%. (2)Nurse team was the most unstable employees in private hospitals. Nurses accounted for 46.93% of all staff turnover.(3)There were three main causes of the loss of human resources in private hospitals. They were lack of development and promotion opportunity (19.90%), dissatisfaction with the pay system (19.16%), and heavy working load (18.43%). Conclusion The private hospitals need to change the social inherent concept, retain the core medical talents through hospital construction and supporting health care reform policies.
作者 苏晗 SU Hart ( Personnel Department, Sanbo Brain Hospital, Capital MedicalUniversity, Beijing 100093, China)
出处 《中国医药导报》 2015年第27期138-142,共5页 China Medical Herald
关键词 民营医院 离职率 离职原因 人才管理 Private hospital Turnover rate Turnover reason Talent management
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